NEW YORK, Feb. 2, 2012 /PRNewswire/ – The U.S. Labor Department reports 1.6 million jobs gained in 2011, 200,000 of them just last month. And the unemployment rate continues to plummet, currently at 8.5 percent, a level last seen in February 2009.

While the recent adoption of all things social media is widely apparent across many business sectors, including the corporate recruitment space, surprisingly, only 1 percent of employers sited social media as the source of new hires; while an overwhelming 19 percent are placed from an online job board, matched only by internal transfers; even referrals came in lower at 16 percent according to HR consultants Bersin & Associates.

“Over the past 6 months we have seen a measured increase in hiring,” says Jim Patten, Senior Recruiter with Clark Davis Associates, “and despite the advent of social media, we’re finding the fastest and most economical way to build a database of qualified candidates is still through job boards.”

Job boards have proven to and continue to be the major source of new hires; but social media shouldn’t be discounted entirely. “Social media has proven to be more than just a trend, if utilized in a meaningful way,” says Christopher Poreda, founder of ultimatejobboard.com, (UJB) a job board seeing double-digit monthly growth since its launch in early 2010. “We’ve developed the first job board that has effectively integrated social media and useful online tools. When you view a job on our site, you’ll also see profiles of people within that company, and how you’re connected, as well as a suite of tools to help you make an informed decision whether to apply. That’s valuable information as it pertains to the use of social media within the employment space and ensures a higher caliber candidate response.”

Poreda explains, “We’re seeing more and more social media sites enter the employment space, but their integration is proving to be arbitrary with no clear market defining model or direction. We have one focus; ultimatejobboard.com is connecting job posters and job seekers more effectively than any other job board.”

They’re reinventing the industry, it’s free to search and free to post; post as many jobs as you like and keep them posted until they’re filled. UJB profits by offering Premier Partnerships to job posters wanting to increase visibility of their ads.  Premier unlimited postings are highlighted at the top of search results and receive over 17 million unique views per month (more than any other job board) for a low monthly rate, a rate less than a single job posting on other popular sites like Monster or CareerBuilder. UJB is so confident in their product that they are the only job board we know to offer incentives like no contracts, price for life and money back guarantee.

There’s no doubt social media will affect the employment landscape, but it’s clear, the job boards that embrace the change in a meaningful way will gain traction as the employment rate continues to rise.

About Ultimatejobboard.com

Founded by Christopher Poreda, a former President and CEO of an executive search firm, ultimatejobboard.com was developed on the principles of intuitive user experience, a clean and elegant design and superior search capabilities by combining the latest developments in technology and social media tools. UJB has taken a proven, highly effective existing model and added superior search capabilities and meaningful social network integration, while destructing and redefining the business model. It’s free to search and free to post; post as many jobs as you like and keep them posted until they’re filled. Purchase a Premier Partnership and job postings are highlighted at the top of search results receiving over 17 million unique views per month. Plus, we’re the only job board to offer incentives like no contracts on a price for life and money back guarantee for an unlimited number of premier job postings at a monthly rate less than a single job posting on other popular sites.

Contact: Kristin Ehrgott, 973.945.0362 kris@ujbcorp.com

One in every eleven U.S. residents is employed in the healthcare industry, however approximately one in every seven new hires in this industry leaves his/her job within the first 12 months. Bersin recently conducted research on the use of selection assessments for acquiring and developing talent in this industry.

WACO, TX; February 2, 2012 – Bersin & Associates released a research report titled: Selection Assessments for Acquiring and Developing Talent in the Healthcare Industry. Authored by Kim Lamoureux, Principal Analyst at Bersin, the report outlines the current situation of the global healthcare industry and the many people-challenges faced by hiring managers in these organizations.

One in every eleven U.S residents is employed in the healthcare industry, however approximately one in every seven new hires in the industry leaves his/her job within the first twelve months. Employment in the U.S. is plentiful’ having one of the largest medical and healthcare industries in the world. However, the business environment can be quite a complex one, facing regular challenges with government regulations, specialized billing and nurse shortages.

Care is the backbone for successful employees in this industry and even with an abundance of eligible job candidates, HR professionals are conflicted when identifying job candidates that are best suited for a position. According to Bersin’s recent ‘Talent Acquisition Factbook,’ Healthcare is ranked one of the lowest in industries regarding talent management strategies.

Bersin’s research report provides proven statistics that the use of selection assessments in the hiring process is highly beneficial for hiring managers.  One of the main reasons that new hires fail is because many companies are not focused on recognizing the qualities that are key for successful job fit.  Assessments provide the extra information that is not derived from traditional résumés, interviews and background checks.

Profiles International has a comprehensive suite of employee assessment solutions that are science based instruments to support any selection process, training and development.  These assessments measure predefined skills, behavioral traits and interests, and aid hiring managers with a scientific base for ascertaining job and culture fit.

Mountain States Health Alliance (MHSA), a healthcare system located in Tennessee, recently implemented Profiles International assessments in their recruiting process.  Within twelve months of using the solutions, turnover rate among new hires decreased by 50%; which led to a dramatic increase in savings in recruiting and onboarding costs.

Learn how Profiles International employee solutions can help your organization by visiting their website. Download the full Bersin & Associates research report today.
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Only one-in-five employees considers their job rewarding and gratifying, according to research conducted by Right Management, while finding good candidates remains the top recruiting challenge for organizations, according to a new survey from Talent Technology Corporation, which also finds the more specific and higher skilled the job requirements, the harder it is to find qualified candidates – it’s been taking an average of 45 days for recruiters to fill a position. Survey results offer other insight: 63.4% of respondents see signs of economic pressure being relieved within their organization, and 51.4% expect to increase in size within the next 12 months (by about 12%) – suggesting new job requisitions, as well as corporate and economic growth, are possible in 2012.

While recruiters face even tougher competition for skilled candidates who will best fit their needs, building solid recruiting strategies is critical for success – as it always has been. For even the most experienced professionals, sourcing remains extremely valuable at the beginning of the process because they understand if they aren’t driving quality candidates into the hiring process they will not be successful in recruiting the best candidates.

This is a primary reason job boards continue to rank as the top source when it comes to finding candidates (at 17%) – even amid growing speculation about their demise. As social recruiting continues to be a hot industry topic, LinkedIn remains the social network of choice for recruiters. However, only 12.5% of candidates come from social recruiting (placing 5th).

The following is a ranking of sources for candidates based on research from Talent Technology:

1. Job Boards – 17.0%
2. Employee Referral – 15.8%.

3. Corporate Websites -13.8%
4. Internal Applicants – 13.7%
5. Social Networking – 12.5%
6. Outside Recruiters – 9.9%
7. Outside Agency – 8.7%
8. Corporate ATS – 8.7%

Source: Talent Technology “State of Recruiting 2012”

NEW YORK, Jan. 31, 2012 — /PRNewswire/ — SIS International Research (www.sismarketresearch.com), a Global Market Research & Consulting firm, has released its Talent Management Trends 2012 White Paper on Industry Trends in Human Resources Recruitment and Talent Management, based on the findings from a recent qualitative industry trend study across the United States among senior HR executives.

Today’s Human Resources departments are being pushed in new directions, due to the continued jobless recovery, the expectations of the emerging Millennials in the workforce, as well as the introduction and refinement of new technologies.  Companies are increasingly moving to online assessments, believing them to be less costly and time-consuming.  In addition, corporate branding is becoming an integral part of the application experience.  As a result, social media and mobile platforms are becoming an important tool to attract applicants.

Companies are using data mining tools and analysis to better predict an applicant’s prospects for succeeding at a new company.  In addition, respondents reported a significant increase in the use of social media (Facebook, LinkedIn, Twitter, YouTube, etc.) and mobile platforms (laptops, tablets, and smart phones) to not only connect with a larger applicant pool, but also to administer initial applicant assessments.

Large companies have been conducting assessments earlier in the recruiting process, while small to midsize companies assessments tend to focus on candidate quality and culture matches. However, size is not the biggest determinant of objectives, as companies tend to focus on the volume of recruits.

The most important trend is the continued refining of assessment tools to be more predictive of job performance. Companies are increasingly requesting applicant assessments to deliver a verifiable ROI.  High volume recruiting produces extensive amounts of data and a common priority is to increase the validation between test scores and job performance.

A link to the White Paper is available here.

About SIS International Research

SIS International Research is a global custom research firm specializing in market research and market intelligence.  The company provides strategic analysis of global trends, market segmentation and emerging markets opportunities across B2B, Consumer, Pharmaceuticals, Technology, Transportation, and the Service and Education sectors.  Established in 1984, the SIS global coverage spans over 120 countries in Europe, North America, Latin America, Asia and the Middle East.

For more information, visit www.sismarketresearch.com and www.marketintelligences.com.

MEDIA:

Michael Stanat,
Media Relations,
PH: 212-505-6805,
Email: mstanat@sis-international.com

SOURCE SIS International Research

Cloud-based Technology Simplifies Workforce Programs for Employers and Employees

CHARLOTTE, N.C.–(BUSINESS WIRE)–Infinisource, a national leader in human capital management, today announced the launch of new technology to help small and mid-size companies take the hassle out of managing a workforce with a unified, easy-to-access platform called Infinisolved Human Capital Management® (HCM). It is the first expanded product offering since Infinisource received a majority investment from private equity firm Accel-KKR last fall to boost its growth and broaden its suite of products.

“We surveyed companies across the country and found that small to mid-size employers and their employees are struggling to find a way to simplify benefits administration and other workforce programs so they can focus on doing their best work,” said Infinisource CEO Gary Trainor.

“While big companies have seen some relief from fragmented workforce management programs, our new technology is designed specifically for small to mid-size companies, and it can scale up as companies grow so they don’t have to change software providers,” Trainor said.

Small and mid-size companies have traditionally had to work with multiple vendors and disparate systems to manage their benefits and workforce programs, requiring multiple sign-ons and complex navigation for users. Infinisolved changes that by combining all of the components of human capital management into one fully-integrated, single sign-on, SaaS-based platform accessible anywhere, anytime, and on any device. The services include human resources, payroll, benefits administration, talent management, time and attendance and compliance.

The cloud-based technology is backed by Infinisource’s industry-leading customer service and indemnification policy, so clients can trust their programs will be managed correctly. The company also has launched an enhanced website, www.infinisource.com, which describes the expanded product offering, includes live chat and gives access to the company’s wealth of expertise.

“The uncertain economy and changing health-care regulations make managing employees and their benefits more difficult than ever,” said Trainor. “Employers are juggling multiple systems, often entering duplicate data on outdated technology. This is particularly stressful for small and medium companies that may not have a sizeable human resources team.”

“Infinisolved will give these companies – and their employees – more control, power and peace of mind,” Trainor said.

Infinisolved includes everything employers need to manage their human capital from hiring through retiring. Employers can choose which services they want, and bundled-pricing can reduce their total cost of ownership.

Unlike most workforce software that is adapted for the web from traditional programs, Infinisolved was built exclusively for the web and offers faster, more intuitive tools that can improve employee satisfaction. This includes self-service technology for managers and their employees.

Managers can write performance evaluations, schedule work shifts, track work and vacation schedules, make compensation changes, and have real-time payroll previews – all on the same platform with a single sign-on. Employees can view pay stubs, enroll in benefits, and report life-change events such as births, marriages and divorces that can change their benefits choices.

Infinisolved also provides robust workforce analytics to help drive strategic decision-making and business success. Company leaders can instantly evaluate turnover, overtime and attendance data, helping to manage costs and optimize productivity.

In the future, Infinisource plans a new generation of programs to help employers administer training, track recruiting and applications, manage rewards and recognition, and offer 401K and IRA administration programs.

Infinisource recently announced its plans to establish its headquarters in Charlotte, N.C., where the company plans to hire about 160 employees and launch a division to support its new initiative. Infinisource already employs more than 200 people and will retain its offices in Coldwater, Mich., Ohio and Florida.

In addition to leadership in human capital management, Infinisource is often recognized for its compliance expertise and offers frequent online updates and seminars, helping clients reduce risk as they try to stay atop ever-changing regulations.

About Infinisource Inc.

Founded in 1986, Infinisource is a nationally recognized leader of Human Capital Management, including integrated benefits and compliance solutions. Infinisource offers COBRA Administration, Flexible Spending Accounts, Health Savings Accounts, Health Reimbursement Arrangements, Direct Billing, Premium Only Plans, HIPAA Privacy and Security solutions, an online eligibility and enrollment solution, and now Infinisolved®. The company has more than 1,200 broker relationships, 17,000 employer clients and 1.3 million lives on its benefits system. Infinisource continuously updates its offerings as regulations and employer requirements change. The company views delivering great service with great people as its number one priority. Infinisource is a leader in employment law, compliance and education. For more information, please visit www.infinisource.com.

Contacts

LGA
Stacey McCray, 704-552-6565 x 132
stacey.mccray@lgapr.com
or
Liz Chandler, 704-552-6565 x 144
liz.chandler@lgapr.com

Dan Hanyzewski, Managing Partner, West Shore Partners LLC

The title of this piece could easily represent a number of volumes but I am going to humbly attempt to crystallize it in several paragraphs.

In one of his classes, Deepak Chopra, the founder of the Chopra Foundation, talks about what he calls “the soul of leadership” and says “that leaders appear when awareness meets need.” He goes on to suggest that there is a hierarchy of needs that contributes to what roles a leader has to address once that person steps into this void. Even though this premise feels reasonable and pragmatically comforting I am not at all convinced in the practicality of this theory in real terms. Are leaders really made not born? In the midst of chaos and stress can someone who knows what a group needs really prioritize and fill the Leadership Vacuum?

If you were to ask the pedestrian person what the Vacuum is and why it continues to persist in numerous aspects of our lives, I am certain you would get a myriad of answers that have a great deal of emotion attached to them with little in the way of consensus on how to fill the Vacuum. Therein lies the key, in my opinion, as to why the Leadership Vacuum is a real phenomenon and will continue to challenge our humanity.

In “Primal Leadership,” Daniel Goleman, Richard Boyatzis and Annie McKee describe six styles of leading that have different effects on the emotions of the target followers. The whole science of EI (Emotional Intelligence) has given way to great understanding of how emotional intelligence contributes to effective leadership by focusing on five essential elements of leader effectiveness: development of collective goals and objectives; instilling in others an appreciation of the importance of work activities; generating and maintaining enthusiasm, confidence, optimism, cooperation, and trust; encouraging flexibility in decision making and change; and establishing and maintaining a meaningful identity for an organization.

Chuck Ballard PE (“A Leadership Vacuum”), along with many other authors, has an interesting take on this phenomenon and suggests that it is the displacement of Leadership with Managership. Drawing on his experiences with Fortune 500 companies across the country, Ballard’s book examines trends in American business today that act to de-emphasize leadership in favor of management techniques and practices. The de-emphasis of leadership has accelerated and could inevitably bring American business to second-class status in a global economy. The reason for this is that leadership, in Ballard’s view, is a dying occupation in American business.

The same dilemma could be identified in politics, sports, education, and in most places we are craving to identify and revere Leadership.

So, is this a creation of generational shift? Is this happening because of negative ramifications for taking a Leadership role? Is it the apathy and numbing of our emotional cortex? When did it start? How do we impact a change in the outcome? As I mentioned earlier, this could be a number of books but I will attempt to give you some answers from one person’s perspective.

Some will say our world faces a moral crisis. We are in a cultural war against principles—lacking a moral compass to evaluate our direction. The AIDS pandemic in Africa, the sex trade among children in Asia, terrorism in the Middle East, drug traffic in Latin America, poverty in half the world’s nations, and a significant moral vacuum in America and Europe are pleas for dynamic, effective leaders to provide direction. Even in the U.S., more than 60% of children are being raised without their biological father. Values are hard to identify. It isn’t enough to add followers. We desperately need to generate class leaders.

In approximately15 years, 40% or more of the current workforce in the U.S. will be evaporating. The Baby Boomers, which are the majority of this group, will be retiring and vacating their roles in business, government, education, churches, and as missionaries. These vacancies must be filled by young, trained leaders. Why? Leaders provide solutions. According to research done by the Higher Education Research Institute at UCLA, leadership qualities can no longer be the property of the elite minority. In today’s world, every student will need to learn and develop leadership skills.

Today, almost one half the world’s population is 21 years old or younger. This means that three to four billion people need to be provided and immersed in leadership skills. Prepared or not, they will attempt to lead our world into the future. The millennial generation (born between1984-2002) is passionate about changing the world. While they can seem to be self-absorbed and impatient, they are optimistic, relational, and adept with technology. It is our responsibility to prepare them to lead the way. It is more effective to influence a young person than it is to reshape an adult.

I would offer up that what I have suggested simply reflects to some, myself included, a rudimentary responsibility that was established in the DNA of centuries of generations in our past. I would like to think we who have experienced great Leadership and understand its magnanimous importance would act as stewards and impart this to our future leaders. One of my significant heroes in life and a great leader who has been studied by many, Vince Lombardi, said, “Leaders aren’t born, they are made. And they are made just like anything else, through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal.”

To fill this Vacuum we should take stock in our individual responsibility to do what we can and set a course for greater things and many more Leaders to come. The Leadership Vacuum is not only apparent but in practical terms it has been a devastating phenomenon to global aspirations. We look around us and we instinctively can easily identify the impact of the lack of leadership in all things that pertain to the human condition. On a macro level we have seen giants of industry crumble under the direct implications of this Vacuum. We have been impacted personally by policies that have lacked Leadership in the face of partisanship and we have seen the horrors of the Vacuum affect millions in countries defined by tyranny.

To eradicate this void will take an enormous amount of hard work, courage, desire, and vision. By doing so we will be gifted with solutions to problems we have yet to understand and solutions to those we choose to ignore until they become intolerable. It is reasonable to suggest that if we choose not to inspire those willing to step into the fray to fill this void we will all be doing a great injustice to the world we occupy.

Dan Hanyzewski is Managing Partner of West Shore Partners LLC / Redmitten.com, a niche consulting firm focused on delivering high-end solutions to a range of Human Resources, Procurement, Operational, and Finance clients. He is currently engaged by  Sunrise Systems as a principal to aggressively grow that firm and Kelly Services (NASDAQ: KELYA, KELYB) to assist Kelly’s Outsourcing and Consulting Group build out additional capabilities in employment branding, recruitment strategy, and contingent workforce management.

February 15 webinar from global screening provider will offer tips and best practices to remain legally compliant when questions arise

CLEVELAND / January 31, 2012 – When a job candidate’s background check doesn’t check out, an employer’s next move can spell the difference between a legal hiring decision and costly litigation.

HR professionals are invited to attend a free webcast from EmployeeScreenIQ, the leading global provider of background screening services, and discover the steps their industry peers take (and don’t take) to stay out of legal hot water. They’ll also pick up some practical tips from the experts for handling challenging hiring situations. The webinar, scheduled for February 15 and titled, “Risky Business: Ensuring Your Background Check is Legally Compliant,” will also offer attendees a first look at the results of the company’s 2012 trends survey.

Employment background checks are under a microscope from federal and state regulators who are cracking down on employers in an effort to combat perceived misuse and discrimination. Drawing from the new survey report and 13 years of company experience, EmployeeScreenIQ background screening experts Jason B. Morris, president and chief operating officer, Nick Fishman, chief marketing officer and Angela Bosworth, J.D., vice president of compliance and general counsel will host the webinar and offer best practices to ensure that hiring procedures comply with ever-changing legislation and guidelines.

The entertaining and informative workshop will also discuss several colorful background check scenarios that were presented to survey respondents and their surprising answers. All attendees will receive an advance copy of the 2012 trends survey report.

“The response from the HR community to our 2012 trends survey was outstanding and turned up some fascinating results regarding who practitioners will and won’t hire,” says Fishman. “Are employers doing all they should when a background check throws up a red flag? Our legal and compliance experts will share their thoughts and guide attendees through the critical do’s and don’ts.”

The one-hour presentation will take place Wednesday, February 15 at 1 p.m. EST (10 a.m. PST). To register, visit www1.gotomeeting.com/register/154532953 Registration for each session is limited to the first 100 respondents.

About EmployeeScreenIQ

Founded in 1999, EmployeeScreenIQ is a Cleveland, Ohio-based employment screening company offering a variety of employment screening services to mid- and large-cap organizations worldwide, including those in North and South America, Europe and East Asia. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies.

Media Contacts:

Nick Fishman, EmployeeScreenIQ
(847) 564-5410
nfishman@employeescreen.com

Jackie Jusko
HRMarketer for EmployeeScreenIQ
(415) 460-9984
jjusko@hrmarketer.com

PITTSBURGH, Pennsylvania (January 18, 2012) – Sentric, Inc., a Human Capital Management software and services firm, announced a major enhancement to SentricWorkforceTM with the completion of its upgraded Payroll component, targeting middle market organizations seeking a “cloud-based,” integrated workforce management suite featuring HR, Payroll and Time & Labor Management tools. User benefits of the fully-integrated, cloud-based SaaS system include:

• Empowering employees to manage their own information, profiles, careers, work/life events, benefits and training via self-service
• Enabling managers to monitor their workforce more efficiently and easily from time off to qualifications tracking
• Managing workforce communications, training, development and performance from one unified solution
• Reporting on key workforce metrics, labor costs, point-in-time analytics and all other workforce activities
• Implementing and deployment quickly, without investment of internal IT resources

SentricWorkforce is also component-based, so organizations can subscribe to all or portions of the suite while empowering employees, candidates, and managers through streamlined self-service, and automating key processes through the Routing and Alerts workflow engine.

“SentricWorkforce, now delivered with complete integration across the key components of Payroll, HR, and Time/Labor Management, is the culmination of the design and development efforts which we began several years ago,” said Linda McClelland, Product Manager of SentricWorkforce. “This product aligns our development efforts with the evolving needs of both current clients and the entire workforce management market space, while continuing to provide a highly-configurable solution.”

“This release secures our unique position for leading the market with in-depth workforce functionality, backed by full-service payroll and tax filing experience,” said Tracy Null, VP Business Development, Sentric.

Take a product tour of SentricWorkforce, a fully-integrated HCM platform that includes payroll, time management, benefits administration and a full suite of talent management services at http://info.sentric.net/sentricworkforce-producttour/.

About Sentric Inc.:

When we began operations in Pittsburgh in 1994, our mission was clear:  provide state-of-the-art technology with unmatched client service. Since its inception, Sentric, Inc. has evolved into a national workforce management solutions provider to more than 2,500 organizations, featuring rich technology coupled with our client-centric solutions approach to ensuring service excellence. For more information on Sentric solutions, visit http://www.sentric.net/.

CONTACT: Tracy Null, 412.253.1315

PHILADELPHIA, January 31, 2012 – Most employees say their job is unrewarding and saps their energy, according to a new survey by Right Management, the talent and career management experts within ManpowerGroup. Only one-in-five consider their job rewarding and gratifying…and the rest say they just want to enjoy their lives and that is why they work.

The survey was conducted in December and January and 438 North American workers responded to the question:

Which of the following best describes your present work situation?

“The survey findings are like barometer that tells us something about the mood in today’s workplace,” said Michael Haid, Senior Vice President for Right Management, which provides talent development and outplacement services to Fortune 500 companies. “Employees are clearly in a grumpy mood, a trend we’ve tracked for more than a year. In better times we probably would have found just a minority complain that their energy is being sapped and so forth, but now it is almost a majority of employed North Americans who seem to be unhappy.”

The prevailing bad mood is related to workplace pressures that were building for the past three years, believes Haid. “In recent surveys Right Management found that fewer workers feel they may step away from their desk for a lunch break or even take all the vacation due them. And we learned that many feel trapped in their job or resent that they’re expected to respond to work emails on the weekend. Meanwhile, staffs are leaner and workloads bigger. Our new findings are consistent with this prior research and are an indicator of poor morale at most organizations.”

Unfortunately, the widespread disaffection stems from factors largely beyond the control of most employers, said Haid. “The job market is sluggish, job mobility is down, businesses aren’t expanding fast enough, yet every day the job has to get done. The good news, I suppose, is that so many workers are nevertheless engaged and productive, despite the pressures they face.”

Haid advises employers to develop proactive strategies to engage people in their work. “Some efforts may be simple or obvious, such as acknowledging that times are difficult. Sometime it’s just necessary to be seen trying to make a difference. And for larger organizations the engagement strategy needs to be more sophisticated, but genuine as well.”

About Right Management

Right Management is the global leader in talent and career management workforce solutions. As the workforce consulting experts within ManpowerGroup, the firm designs and delivers solutions to align talent strategy with business strategy. Expertise spans Talent Assessment, Leader Development, Organizational Effectiveness, Employee Engagement, and Workforce Transition and Outplacement. With offices in over 50 countries, Right Management partners with companies of all sizes – including more than 80% of the Fortune 500 – to help grow and engage their talent, increase productivity and optimize business performance.

Media Contact: Shari Fryer, Shari Fryer & Associates, shari@fryerassociates.com, 970-846-6607.